Do you struggle with the interview process? Just like people who struggle at taking test but know all the information there are people who are good applicants but are unable to sell themselves in an interview. The interview process is an interactive ritual that requires research of the company, simple actions like eye contact and body posture, as well as knowing various tips and tactics for answering questions effectively. If you feel you have mastered these skills but the interview still doesn’t go well, then it is good to have a contingency plan. I have experienced three methods that will give you the upper hand to outwitting your competition and will position you in the line of sight of the hiring managers.

Method 1: Staffing Agency –Work with the staffing company the business of interest utilizes. Get your foot in the door by accepting a temporary position, you will be able to demonstrate your work ethic and prove your worth to the company decision makers.

Method 2: Lower Level position – Accept a lower level position such as an internship program; if unavailable make it a suggestion to the business. This will give companies the flexibility to try you out before making a permanent decision and you will be able to demonstrate you skills.

Method 3: Volunteer Your Time (Work for Free) – This being the most risky method to pursue but sometimes the most rewarding. Any company will recognize your dedication and desire to be a part of their team and will view you the prime candidate for the next available position.

Try these alternate methods, take the initiative to showcase your skills and experience to employers. Get your foot in the door and prove you are a flexible, dedicated worthy employee willing to go the extra mile.

In April 2007, NFL all-star quarterback Michael Vick pleaded guilty for illegal dog fighting. After serving a 21 month sentence Michael Vick returned in time for the NFL’s 2009 season and was selected to the 2010 Pro Bowl. The decision made by coach Any Reid to give Michael Vick a second chance paid off immensely. Now, as a manager or owner how can you make an Andy Reid decision?

There are some individuals out there that may look undesirable to hire from a paper perspective. One example is having a criminal background. Finding a job is already complicated with the national unemployment rate at 9.2% and having to compete with other talented individuals without a record. I have a friend in the St Cloud, MN area who is experiencing these barriers. He is a hardworking, family orientated, devoted Christian, struggling to find employment because of past indiscretions. In comparison hiring him would be like hiring a Michael Vick, his work ethic and ability benefit any company willing to give him a second chance.

If you are still not fully convinced and are still waffling because of the implied risk a person with a criminal background bears, try utilizing a staffing agency. Most staffing agencies participate in a temporary-to-permanent program which allows businesses to evaluate an individual’s work ethic, attitude and performance before making the decision to hire. Some agencies have standards and regulations for hiring employees with a criminal background and are more than willing to share their process with you. Reduce your risk and open the door, the opportunity to evaluate a potential All-Star is at your nearby staffing agency.

As a job seeker propose the temporary-to-permanent solution to a potential employer and prove the value you can add.

Has your business hired a Michael Vick or seeking an All-Star in the St. Cloud, MN area? If so; comment below.

Previously published by Minyanville.com on Andrew's blog.

During the economic slide and subsequent recovery, the jobs market has been in the spotlight throughout, scrutinized over and over, as traction has been hard to come by. But there have been glimmers of hope, as temporary hiring has shot higher over the past year, historically a precursor to permanent hiring. But this isn’t your “typical” job market.

To shed some light on the current job market and future of the job placement industry, I sat down with Midwest Staffing’s Jen Granner, Director of Sales, and Tron Swanson, Marketing. We discussed their business and industry, as well as any trends that they are seeing in the temporary and permanent job placement market. Bridget Ortner, Human Resources Manager, and Brian Thoemke, President, contributed to the conversation as well via email communications.

Andrew Nyquist: Can you summarize Midwest Staffing’s business and client focus for readers?

Jen: Midwest Staffing is a growing and ever changing family owned company [Thoemke Enterprise]. Midwest offers innovative solutions that are flexible for our business partners needs, depending on their business goals. As dynamic as the American economy is, we have taken an approach of understanding the ever-changing needs of our clients and responding accordingly. We really focus on providing a flexible workforce as companies needs change on a daily, weekly, and monthly basis. We also assist companies in finding great talent in all areas of expertise.

Tron: Being a small, locally operated business allows us to better understand the relationship that businesses have within communities. We strive to participate in this process, attending client and community activities, training programs, charity events and daily operations. Community building is very important to Midwest.

Andrew: Generally speaking, how’s business been of late?

Jen: The current economic climate has made business very unpredictable, and we have seen more reactive needs from our clients than ever before. It is due to this uncertainty that the need for a flexible workforce has increased significantly, and our business is up 30% from this time last year. We see this trend continuing throughout the rest of 2011.

Andrew: So, it sounds like you are seeing an uptick in temporary hiring. Do you think it’s a precursor to fulltime hiring?

Jen: Yes, there is definitely an uptick in temporary hiring, though most companies are still hesitant to turn this into full time hiring. Again, this is due to the high level of uncertainty. However, we are seeing that companies are still willing to add elite performers [top 10%] to their team in any industry, as talent is hard to find and sort through.

Andrew: Are there any current or future hiring or workplace trends of note? And how do these trends affect your business, now and in the future?

Jen: IT, Engineering, Manufacturing and Sales are the hot sectors we are catering too and are seeing the biggest demand for top talent. As we continue to evolve with the economy and trends, we have added new areas of focus to ensure we are keeping up with the marketplace.

Tron: We continue to bring on talent that has an expertise in areas outside of our current business scope to ensure we are diversified. This will help us better meet the needs of our clients.

Andrew: What are your corporate clients telling you about the future?

Brian: Clients we work with have never seen so much uncertainty with their future business. The ability to accurately forecast no longer exists in today’s business climate. As a result, we see greater demand for “last minute” help with projects that in the past we would have had several weeks-months lead-time. Clients are feeling more optimistic about their prospects for growth when compared to 2009 but most remain somewhat leery of what the future holds for them and their business.

“Our success is built on a strong partnership with our clients, internal team and the communities in which we operate” – Brian Thoemke, President

Andrew: What opportunities/obstacles does the recent healthcare reform bill pose for Midwest Staffing and your industry? How do you think it will effect corporate hiring in general? Temporary or Fulltime?

Bridget: Midwest Staffing supports the recent health care reform bill as it relates to providing more Americans with health insurance coverage. If health care reform is done correctly, the bill could make temporary employment an attractive option for individuals. Midwest Staffing recognizes the importance of health care insurance as it increases retention and productivity for our clients. Because we recognize the role that health care plays in creating a qualified workforce, we currently offer a limited medical and dental plan to our employees. As health care reform stands now, we feel that more corporations will turn to temporary staffing agencies to provide a qualified workforce. Using temporary employees could allow corporations to avoid directly paying for medical insurance and/or avoid paying the fine.

Midwest Staffing has a HR business partner who is dedicated to ensuring that their clients are prepared for any legislature changes regarding health care reform. Each client will have a slightly different business model and strategy: some plan to move employees over to the temporary payroll and others plan to lean more on the temporary workforce as we approach 2014! However, we realize that a lot can change over the next few years and we are prepared to help create effective workforce strategies for all our business partners.

Andrew: How prepared is the job staffing industry for health care reform and any other changes that may present themselves?

Brian: Health care reform is the biggest question mark going forward. I believe the staffing industry is prepared to add staff for our client companies, however health care reform costs could potentially send many companies out of business. The staffing companies that are best equipped to pass on the costs to their clients for health care reform will be the ones that survive and prosper.

Thank you to the Midwest Staffing team for making time for this interview, as well as follow up questions and comments.

Temporary employees are a very important part of business today. Without temp employees, companies would have to spend thousands of dollars on training new-hires that are potentially not a good fit for the company. This is why companies look to temp agencies for good employees.

In order to be a successful temp, you need to take a step back and look at your personality. Temp agencies have to carefully screen candidates in order to ensure that they have reliable individuals that fit with the company they get matched with. Let's take a look at some personality traits that make for a successful temp employee.

Friendly - A temporary employee must be able to get along with others and be a team player. Such individuals often end up being hired by the company full time because this is such a strong trait to have.

Reliable - If you have a knack for showing up at work on time, and not taking days off, then you can go very far in the world of temporary employment.

Trustworthy - Employers look for individuals that they can trust to work independently.Trustworthy employees can make it easier for supervisors to run the day-to-day operations of the business, and are the first ones to get promoted when a position opens up.

Safety Conscious - A very important aspect of temporary employment is safety. Work related injuries cost businesses lots of money, and safety is something that is often stressed over and over in orientation and training videos.

These simple factors determine whether or not a candidate is temp material or not. The employees that carry these traits are valued members of a temp agency, and the companies that contract with them. If you match these personality traits, then great opportunity awaits you. In this case, don't hesitate to apply for temporary work today!

For managers of temporary employees one obstacle is motivating the temporary employees. This can be extremely difficult since they are not receiving the benefits and compensation of full time employees. There are however several methods to increase motivation and inspiration in your temporary workforce, such as:

• Give your temporary employees the same respect of full time employees by learning their names and make them comfortable in their new workplace by giving a tour of the business (bathrooms, lunchroom, offices, etc…).
• Educate them about the history of the company and the management structure.
• Explain the importance their position contributes in the success of the business and how their skills help the organization meet those goals.
• Invite your temporary employees to department meetings. Inform them of announcements and plans for the department in which they work.
• Advise the temporary employee to the possibilities of changing their status to permanent employment (if available) and who they should contact if interested.

By managing the temporary employees through a model similar of full time employees, you will create a leaner workforce and friendlier working environment. Enhancing temporary employee’s sense of belonging and ownership of your business is beneficial to both parties.

Have you ever had any positive experience or outcomes from any of the above bullets? Or have you ever implemented a concept that wasn’t listed above that benefited your company or the temporary employee? If so, reply below and share your success.

The national emphasis program (NEP) is a recently issued strategy released by The federal Occupational Safety and Health Administration (OSHA). Last year, OSHA launched the NEP after studies found that many companies were underreporting or incorrectly reporting workplace-related injuries and illnesses.

The goal of the NEP is to crack down on the underreporting of occupational injuries and illnesses. Specifically, OSHA plans to target manufacturing companies, companies whose rates are significantly lower than the industry standard, and/or companies that have large worksites. Currently, the NEP pilot program is scheduled to run through February, 2012.

There can often be confusion among companies that utilize a temporary workforce on the reporting requirements: who should record the injuries, how they should be recorded, etc . To provide some general guidance, below are are few key points to keep in mind with regard to temporary employees:

The "Controlling Company"

Employers who supervise temporary employees at their work-site are required to maintain the OSHA 300 Logs for those employees. The controlling employer is often the company who uses the temporary workers because they direct the day-to-day work of the employee. Some companies prefer to sub-divide the OSHA 300 Log to provide separate listings of temporary workers and their own internal employees. However, the records must be maintained in one larger log for all recordkeeping purposes.

First Reports of Injury and OSHA 301 Forms

When the workers from a temporary service firm are under the day-to-day supervision of the controlling party (using firm), the entire OSHA injury and illness recordkeeping responsibility belongs to the using firm. This responsibility includes completion of an OSHA 301 Incident Report form, or an equivalent form, for each recordable injury or illness entered on the OSHA 300 Log. The agency that is supplying you workers should partner with your organization to ensure you receive the medical records and return to work updates necessary to complete your reports.

The record keeping requirements of OSHA are quite intricate. Please be sure to consult with your own human resources and legal team prior to implementing any new processes. This article is intended to provide a general framework for the reporting requirements of OSHA. To keep updated on reporting requirements, you can consult OSHA's website at www.osha.gov.

Midwest Staffing Group is dedicated to supporting our clients in complying with all federal, state and local laws. If you have any questions on the OSHA reporting guidelines, please be sure to contact your local branch office!

Unlike previous recession recoveries, there seems to be no quick return to hiring on permanent employees. Because of growth of technological solutions, operational effectiveness, and out-sourcing, many companies are finding that they can be more productive with fewer employees. Employers have found that they can get the job done by complementing their regular employees with temps. This gives companies the freedom to increase and decrease their workforce depending on what is needed at the time. Your people are your greatest asset but also your biggest expense. The more actively you manage the cost of your employees, the more money you’ll have to invest. Managing your staffing function isn’t just about cutting costs; it’s about giving you the ability to overcome challenges and take on new opportunities.

So here are some ideas you can utilize to enhance profits – and grow your business – through effective staffing.

Take on new opportunities.
There are probably times when you have a great idea for your business, but simply can’t implement it because you don’t have the resources. With temporary or contract workers you can access the resources you need, when you need them.

Tap into skilled talent.
Rather than trying to learn something on your own or taking tons of time to train a staff member, bring in a temporary or contract employee who already has the skills and experience you need. Once the project is complete, you don’t have to worry about the cost of another full-time employee.

Utilize temporary workers to generate revenues.
For instance, temporary workers can help you:

• Collect data and conduct market research.
• Set up sales appointments.
• Manage a seasonal surge in business.
• Fill employment gaps when an employee gets sick, goes on maternity leave, or takes a vacation.

Keep your employees focused on what they do best.
Don’t give your top talent low-level tasks to complete simply because there’s no one else to get the job done. Keep your full-time staff focused on their priorities and bring in temporary employees to manage less important duties.

Has this economy caused a set-back in your work life? For many Americans finding a job is difficult but there is a solution. Even with the deadlines being extended people are starting to run short on unemployment eligibility. For an expedient resolution between the times unemployment benefits are exhausted and finding a new job, a position as a temporary employee can be the solution.

First and foremost you start earning money immediately. Most positions require minimal training and with a little paperwork you have an income source. This is a great help when upcoming or current bills are coming due. It is difficult making ends meet when you don’t have a full time job but receiving a paycheck every Friday will eradicate a little of the burden.

Secondly being out of a job for a long period of time can make it difficult to apply for a job because you’ve lost contact with past references and your resume is becoming outdated. Temporary employees have daily interactions with supervisors at several of respectable companies. With a little hard work and effort you can make a temporary position into a resume booster and networking event.

Finally a temporary position does not necessarily stay a temporary one. Many companies use a temporary service as a source of finding full time employees. There are several instances where a temporary employee demonstrated good work ethics which positioned them for a permanent position within the company. At that point the sky is the limit with many opportunities for advancements!

Temporary agencies increase the checking account, boost your resume and are an outlet to re-enter the workforce and network. Temporary positions are a great opportunity that should not be overlooked! Have you have had experiences at a temporary job? How has it helped in the short or long term? Please share your experience we would love to hear about your success resulting from a temporary agency!

Employee engagement is becoming top priority for many employers; in last month’s article we discussed the importance for businesses to understand the level of engagement of its workforce. An engaged workforce is a key driver to increase productivity, innovation and to maintain a competitive advantage. Although regularly measuring employee engagement through surveys is an important component to understand job satisfaction, there is a lot more management can do on a daily basis. The 'Employee Turnover and Retention' study by the CIPD, groups the reasons as to why many employees choose to resign into two distinctive groups:

The 'Pull' Factor: Sometimes it is the attraction of a new job or the prospect of a period outside the workforce which 'pulls' them.

The 'Push' Factor: On other occasions they are 'pushed' (due to dissatisfaction in their present jobs) to seek alternative employment.

Line manager’s who foster a “poor relationship” with employees can be a push factor behind an employee’s decision to leave their job. Often times, a poor relationship with a manager is hard to define, but a thorough exit interview is a step in the right direction in identifying potential issues. A recent study by Henley Business School highlighted factors employees identified as a way a line manager can affect engagement:

1. By fostering a participative, facilitative and empowering management style - not controlling or micro-managing
2. By being approachable, available and open and willing to share thoughts and feelings
3. By giving ongoing, constructive, open, direct and timely feedback
4. By working with honesty, authenticity and competence

Organizations should also examine ways to support line managers in engaging their employee’s. This might include setting engagement-based targets for management which are linked to rewards, team goals and team rewards. According to the same study, a lack of training, development and career opportunities were also major reasons why many employees resigned from their jobs. More companies are now implementing a workforce management approach as part of a strategy to help them identify unutilized skills within the company and the best ways to develop them. A workforce management strategy of fully utilizing skills is of particular importance in the current economy with many businesses running lean.

Organizations that view employee engagement as an ongoing process rather than a once a year survey are sure to see a more productive workforce! Midwest Staffing Group has a team of dedicated HR professionals that are ready to assist your organization in evaluating and implementing a comprehensive workforce management strategy through a variety of programs including line manager training, diagnostic survey’s and a variety of other methods! Contact your local branch office for more information about how we can assist your organization reach your strategic workforce goals.

While we may not want to admit it, “recession” is the buzzword of the day. People across the country have had to do more with less, some have lost their jobs, and many companies are hesitant to hire new employees. Minnesota currently ranks 13th in the percentage of unemployed individuals at 7 percent. However, staffing companies appear to be a beacon of hope in the midst of economic crisis. Experts believe that increases in staffing employment are an indication of a rebounding economy.

For years, researchers have argued in favor of staffing firms and their ability to gauge economic vitality. Some go further to suggest that increases in staffing jobs are key indicators of an end to a recession. These times being some of the most difficult in recent memory, a favorable increase in staffing jobs can be seen as a light at the end of the tunnel. “A sustained upturn in temporary help employment would signal the end of the current recession,” note researchers on behalf of the American Staffing Association. ASA’s report further indicates that the economy would start to rebound within three months of a sustained upturn, based on statistical trends from the last three recessions.

The Bureau of Labor Statistics released welcome news earlier this month, reporting that for the period between December 2009 and January 2010, temporary employment increased by some 250,000 jobs. This increase in staffing employment makes last month the best January in over twenty years, according the BLS. Further, temporary employment has been on a steady increase since September 2009. This means companies are becoming more confident in the strength of the economy, have increased workloads, and are looking for temporary solutions to improve workflow.

Staffing firms to the rescue! Recent activity in quite a few economic sectors indicate that companies are seeking temporary workers to fulfill vital functions, notes John Henka, sales manager for Midwest Staffing. “Some of our largest clients really ramped up in January,” he said. “These companies are starting to see that we act as a buffer, allowing them to hire employees on a temporary basis with the option of becoming permanent.” John said that he has seen an increase in staffing requests in manufacturing and government sectors; the medical and food industries are also gaining considerable speed.

Whether all this spells an end to the deepest recession since the Great Depression is yet to be determined. “My hope is that the national upturn in staffing employment will have a ripple effect and a lasting impact,” said Jeff Merwin, business development specialist for Midwest Staffing. “Right now, I am planting seeds by telling clients how we can help them when things turn around.” If current trends in staffing employment continue to remain stable—and, hopefully, increase—the American economy may be well on its way to a full recovery.